...CULTURAL COMPETENCY Policy: SCOPE: This policy impacts all staff and departments in National Psychiatric Care and Rehabilitation Services PURPOSE: This policy demonstrates a commitment to a comprehensive linguistic and cultural competency plan and describes how it will meet the linguistic and cultural needs of the residents it serves. The objectives of this policy include the following: 1. To ensure that National Psychiatric Care and Rehabilitation Services is aware of and identifies enrollees who may need additional resources to meet their cultural and linguistic preferences. 2. To ensure that National Psychiatric Care and Rehabilitation Services meets the language requirements of its client health plans and their State mandated requirements to provide enrollee materials in easily understandable formats, including special attention to the reading level requirements set forth. 3. To ensure that National Psychiatric Care and Rehabilitation Services meets the needs of enrollees who may require materials in additional formats such as large font, braille, audio recordings, etc. 4. To ensure that National Psychiatric Care and Rehabilitation Services meets the needs of enrollees in providing access to interpreters, onsite and offsite when speaking with National Psychiatric Care and Rehabilitation Services staff. POLICY: National Psychiatric Care and Rehabilitation Services has developed a Cultural Competency Plan and training program to create an awareness of and sensitivity...
Words: 1800 - Pages: 8
...about the individual culture needs and limitations. It's also important to be mentally open to looking beyond our personal norms to care for patients with unique cultural backgrounds and beliefs. As a dialysis nurse, we are seeing the effects of chronic kidney disease affecting a larger, more diverse population of patients. Patients are going into renal failure earlier, family dynamics are uniquely affected, and patients from all walks of life are affected. The paper will look at dialysis at Fresenius Medical Care in St Louis Missouri located in The Hill neighborhood. It will define cultural competency, identify the different cultures served, discuss how the standards of culture competency are being met and what areas are not, and discuss nursing care delivery and possible solutions for areas lacking in cultural competency. Culturally Competent Care at Fresenius Dialysis Centers It is imperative as health care providers that we not only care for a verity of people with different health conditions, but also from different backgrounds. We are given the task of caring for the physical and mental wellbeing of patients. Acknowledging and working with culture differences can help a patient feel safe and it shows the compassion of the health care team. According to "National Center For Cultural Competence" (n.d.), “cultural competence requires individual providers at a minimum to: acknowledge cultural differences, understand your own culture, engage in self-assessment, acquire...
Words: 2307 - Pages: 10
...National competency standards for the registered nurse Introduction • • returning to work after breaks in service, or • National competency standards for registered nurses were first adopted by the Australian Nursing and Midwifery Council (ANMC) in the early 1990s. The ANMC was a peak national and midwifery organisation established in 1992 to develop a national approach to nursing and midwifery regulation. The ANMC worked in conjunction with the state and territory nursing and midwifery authorities (NMRAs) to produce national standards – an integral component of the regulatory framework – to help nurses and midwives deliver safe and competent care. educated overseas seeking to work in Australia involved in professional conduct matters. The National Board may also apply the competency standards in order to communicate to consumers the standards that they can expect from nurses. Universities also use the standards when developing nursing curricula, and to assess student and new graduate performance. The ANMC officially became the Australian Nursing and Midwifery Accreditation Council (ANMAC) on 24 November 2010. The name change reflected ANMC’s appointment as the independent accrediting authority for the nursing and midwifery professions under the new National Registration and Accreditation Scheme (the National Scheme) that came into effect on 1 July 2010 (18 October 2010 in Western Australia). These are YOUR standards — developed...
Words: 5094 - Pages: 21
...RUNNING HEAD: CULTURAL COMPETENCY ASSESSMENT TOOL. Review of The Heritage Assessment Tool; A Cultural Competency Assessment Tool. Devin Rodriguez Grand Canyon University Literature Review Introduction The Heritage Assessment Tool is a simple form compromised of 29 questions that is used for identifying how a person views themselves; this tool is utilized for cultural competency in care of the individual (Spector, 2000). The questions focus on where your family originated, the size of your family and setting of your childhood. Family dynamics, religious preferences of self and family, participation in ethnic and religious activities, and language (Spector, 2000). This assessment tool has high face validity and questions are simple for the client to understand and answer the questions being asked of them. Abilities of the assessment tool based on three volunteer survey participants. The three individuals that completed the Assessment tool for this review was a Hispanic man 41 years of age, a 25 year old female of Caucasian background, and a 18 year old African American. Two of the individuals are geographically located in Arizona at this point in their life, one is located in Texas. None of the participants were born outside of the United States. Participant One The first participant was the 41 year old male of Hispanic background, he identified he was adopted and has no contact with his birth mother. He had 2 brothers and 3 sisters in his adoptive family....
Words: 1230 - Pages: 5
...essential part of any rapidly expanding international companies. GVTs, which are groups of people working together even though they are geographically separated, have the potential to be catalysts in effectively utilizing a company’s human resources (HR). Even though GTVs show great promise, problems associated with an interconnected global work force are amplified and new issues have arisen which include difficulty working with individuals from differing cultures, decreased ability for members to build social/cultural capital within a team, difficultly to asses performance, and GVTs cannot convey informal rules or norms which in turn would lead to an increase in misunderstandings and confusion. GVTs value-creating competencies can be broken down into: self-related competencies, team context-related competencies, and vision-related competencies. These competencies, if bundled together effectively, will foster a sustainable competitive advantage over the firm’s global rivals. Another determining factor in how to efficiently use an organizations competencies would be the balance between the development of a firm knowledge base and the knowledge shared by collaborating GVT members, or the management of corporate HR architecture. Human capital needs to be invested in, trained, highly adaptable to change, and most importantly and perhaps the most difficult task, it needs to be measured in order to add value to an...
Words: 1932 - Pages: 8
...Multicultural Assessment Norma Garcia Grand Canyon University Family Centered Health Promotion NRS-429V Serina Madden February 25, 2015 Multicultural Assessment The author of this paper is a student at Grand Canyon University who is currently taking Family Centered Health Promotion. The topic discussed in class this week was, Culture and Cultural Competency in Health Promotion. The corresponding assignment to this course was to perform a heritage assessment; three families of the community were interviewed. The Heritage Assessment tool consist of 29 questions about families background, religious and ethnicity practices and current living status. The Interviews where performed via telephone calls. Veronica Navarro is a Hispanic female who migrated to the United States of America (USA) at the age of 12. Her parents and grandparents are Mexicans. She grew up with her six siblings and extended family living with her as a child. She was raised as Catholic and as an adult became a Christian. Veronica is married to a Hispanic male; they practice Christianity at home by praying, and celebrating religious holidays. They also participate in ethnic activities such as dancing, singing, Holiday celebrations and festivals. Veronica and her family currently live in a multicultural neighborhood. Veronicas native language is Spanish; she speaks both English and Spanish equally (V. Navarro, personal communication, February 20, 2015). Sarah Redmond is a single White female raised and...
Words: 1232 - Pages: 5
...RUNNING HEAD: CULTURAL COMPETENCY ASSESSMENT TOOL. Review of The Heritage Assessment Tool. Literature Review Introduction The Heritage Assessment Tool is a simple form compromised of 29 questions that is used for identifying how a person views themselves; this tool is utilized for cultural competency in care of the individual (Spector, 2000). The questions focus on where your family originated, the size of your family and setting of your childhood. Family dynamics, religious preferences of self and family, participation in ethnic and religious activities, and language (Spector, 2000). This assessment tool has high face validity and questions are simple for the client to understand and answer the questions being asked of them. Abilities of the assessment tool based on three volunteer survey participants. The three individuals that completed the Assessment tool for this review was a Hispanic man 41 years of age, a 25 year old female of Caucasian background, and a 18 year old African American. Two of the individuals are geographically located in Arizona at this point in their life, one is located in Texas. None of the participants were born outside of the United States. Participant One The first participant was the 41 year old male of Hispanic background, he identified he was adopted and has no contact with his birth mother. He had 2 brothers and 3 sisters in his adoptive family...
Words: 1217 - Pages: 5
...Cultural Competency Assessment Cultural Competency Assessment Cultural competency is a combination of attitudes, behaviors, and policies that creates a system within an organization or among groups. It allows people to work together effectively in cross-cultural, diverse situations. Culture is the pattern of behaviors that includes a person’s actions, thoughts, communications, beliefs, values, language, and institutions of social, ethnic, racial, and religious groups. Competence determines whether a person can function effectively as an individual, group, or organization within the context of the cultural behaviors, beliefs, and needs of clients and the communities in which he or she resides (Sutton, 2000). America is considered the “the melting pot” because of the culturally diverse communities we live, work, and play in. Importance of Cultural Competence America is a combination of diverse race and cultures, such as White, Asian, Native American, African American, Hispanic, and many others. Although every culture has created a new way of life in the 21st Century, each group has preserved values and beliefs from his or her original culture. Human service professionals need to provide services with objective, nonjudgmental, knowledgeable, open-mindedness, and the williness to understand the needs of each client. For example, a human service professional not aware of the Native American Child Welfare Policies may remove a child from his or her tribal family, and place that...
Words: 1855 - Pages: 8
...October 2002 national competency standards for the enrolled nurse Introduction Description of Enrolled Nurse National Competency Standards Assessing Competence Glossary of Terms Introduction The Australian Nursing and Midwifery Council (ANMC) is a peak national nursing and midwifery organisation established in 1992 with the purpose of developing a national approach to nursing and midwifery regulation. The ANMC works in conjunction with the state and territory nursing and midwifery regulatory authorities (NMRAs) to produce national standards which are an integral component of the regulatory framework to assist nurses and midwives to deliver safe and competent care. The standards include the national competency standards for enrolled nurses which were first adopted by the ANMC in the early 1990s. These have been reviewed and revised regularly since then. Other standards developed by the ANMC for implementation by the NMRAs include the competency standards for registered nurses, midwives and nurse practitioners, codes of professional conduct and ethics, and a range of position statements and guidelines. The full list of standards, position papers and guidelines produced by the ANMC can be viewed on the website. The national competency standards for the enrolled nurse are scheduled for review in 2007. This review will be undertaken by a team of expert nursing consultants and will include extensive consultation with nurses around Australia. The purpose underpinning the review...
Words: 4755 - Pages: 20
...Communication Competency for Intercultural Adaptation Brent D. Ruben Group & Organization Management 1976 1: 334 DOI: 10.1177/105960117600100308 The online version of this article can be found at: http://gom.sagepub.com/content/1/3/334 Published by: http://www.sagepublications.com Additional services and information for Group & Organization Management can be found at: Email Alerts: http://gom.sagepub.com/cgi/alerts Subscriptions: http://gom.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations: http://gom.sagepub.com/content/1/3/334.refs.html >> Version of Record - Sep 1, 1976 What is This? Downloaded from gom.sagepub.com at University College London on July 15, 2014 Assessing Communication Competency for Intercultural Adaptation BRENT D. RUBEN of the recurrent problems associated with interpersonal, group, organizational, and intercultural training in communication is the assessment of outcomes. An approach is suggested for the evaluation of training and selection of programs utilizing behavioral assessment of One participants’ or communication competence. The method involves the systematic collection and analysis of behavioral observation data along one predetermined dimensions by one or more observers. Prelimiof pilot instruments indicates that the methodology provides a relatively efficient technique for generating reliable assessments of interactive...
Words: 8347 - Pages: 34
...decision making through the forms of written communication, including memos, emails, business letters, and reports. Other topics include communication ethics and cross-cultural communications, personal communication styles, solving organizational problems, and the evaluation of an organizations strategic direction. Course Dates Jul 29, 2014 - Sep 01, 2014 Faculty Information Name : Email Address : Alternate Email Address Phone Number : SHARLA WALKER (PRIMARY) sharmarie@email.phoenix.edu (510) 481-8992 Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents (both located on your student website): • Academic Policies • Instructor Policies University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Get Ready for Class • Familiarize yourself with the textbooks used in this course. Course Materials All electronic materials are available on your student website. Week1 The Communication Process Tasks • Review the Week One Student Guide. Jul, 29 - Aug, 04 Objectives/Competencies 1.1 Explain the steps in the communication process. 1.2 Describe the roles of listening and responding in the communication process. Required Learning Activities ...
Words: 2157 - Pages: 9
...Journal of Transcultural Nursing http://tcn.sagepub.com/ Standards of Practice for Culturally Competent Nursing Care : 2011 Update Marilyn K. Douglas, Joan Uhl Pierce, Marlene Rosenkoetter, Dula Pacquiao, Lynn Clark Callister, Marianne Hattar-Pollara, Jana Lauderdale, Jeri Milstead, Deena Nardi and Larry Purnell J Transcult Nurs 2011 22: 317 DOI: 10.1177/1043659611412965 The online version of this article can be found at: http://tcn.sagepub.com/content/22/4/317 Published by: http://www.sagepublications.com On behalf of: Transcultural Nursing Society Additional services and information for Journal of Transcultural Nursing can be found at: Email Alerts: http://tcn.sagepub.com/cgi/alerts Subscriptions: http://tcn.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations: http://tcn.sagepub.com/content/22/4/317.refs.html >> Version of Record - Sep 26, 2011 What is This? Downloaded from tcn.sagepub.com by Marty Douglas on September 27, 2011 412965 ouglas et al.Journal of Transcultural Nursing TCN22410.1177/1043659611412965D Commentary Journal of ranscultural Nursing T 22(4) 317–333 © The Author(s) 2011 Reprints and permission: sagepub.com/journalsPermissions.nav DOI: 10.1177/1043659611412965 http://tcn.sagepub.com Standards of Practice for Culturally Competent Nursing Care: 2011 Update Marilyn K. Douglas, DNSc, RN, FAAN1, Joan...
Words: 12731 - Pages: 51
...Heritage Assessment of Three Culturally Diverse Families Grand Canyon University: NRS-429V January 7, 2016 Heritage Assessment of Three Culturally Diverse Families The United States has been known as the “melting pot” of the world. This continues to be true as a large amount of the population includes immigrants from across the world. America’s diverse population demands that health care workers be culturally competent (Edelman et al, 2014). In order to be culturally competent, the patient’s health traditions should be addressed as they relate to their ethnicity, religion, and heritage. This can be achieved by completion of the Heritage Assessment Tool (HAT). The Heritage Assessment Tool allows health care professionals, especially nurses, to have improved patient-nurse relationships and allows the patient to be treated as a whole being with respect to their beliefs and traditions. This paper will discuss the usefulness of applying the HAT as it evaluates the needs of three diverse families. The families of Vietnamese Americans, Mexican Americans, and Italian Americans will be discussed to identify the differences in health maintenance, health protection, and health restoration. The families’ health traditions based on their cultural heritage will also be identified. Usefulness of Applying the Heritage Assessment Tool The Heritage Assessment tool evaluates the degree to which an individual lives by their cultural beliefs and traditions. The questionnaire contains...
Words: 1363 - Pages: 6
...structured interview with open one open ended questions, and several prompting questions if required, for further analysis. Further participants were involved until no new topics were offered. The findings of this research both supported and disproved previous work discussed throughout the article, concluding that the view of Dyche & Zayas; Tsang, Bogo, & George (2003) of the importance of and reliance of cultural knowledge was unrealistic, and may lead to cultural stereotype (Thomas & Weinrich, 2004), and that respect and mutual trust (Colins & Arthur, 2010), and flexibility (Cadwell et. al 2008) were more effective. The study concluded that it was much more important to approach CALD clients as individuals. The authors highlighted Stuart’s (2005) views that self-awareness and skills, and building a rapport with the client compensated for any lack of cultural competence. The only difference concluded in the study would be the need to slow the process and assessment to allow time to gain relevant cultural knowledge and needs from the client, as well as individual beliefs, needs and expected outcomes, as with all mainstream clients. Cadwell, L. D., Traver, D.D., Iwamoto, D. K., Herzberg, S. E., Cerda-Lizarraga,P., & Mack, T. (2008). Definitions of multicultural competence: Frontline human service...
Words: 609 - Pages: 3
...Why has the idea of competency become so important and outline its application to staff undertaking international assignments? Introduction Competency is defined as a constitution of a specific set of attributes such as knowledge, skills, attitudes and other characteristics (KSAO) people processes in which they use in accomplishing their tasks (Velde 2009). In general, competency is made up of three components. Firstly the KSAOs that contribute to successful and effective job performances, secondly, KSAOs can be evaluated, in other words they must be measurable and observable, and lastly, through KSAOs, managers are able to distinguish the superiors performers form others. Importance of competency Armstrong (2010) explains that ‘competency represent the language of performance. They can articulate the expected outcomes from individual efforts and from the manner in which the activities are carried out. Because everyone in the organization can learn to speak this language, competencies provide a common universally understood means of describing performance in many different contexts.’ Competency based approaches takes the view of the abilities of employees to shift between jobs as well as proficiencies in the associated tasks for various positions. The human resources managers need to identify the KSAOs that are essential for the organization to achieve its strategic goals. Traditionally, competency based approaches identifies the required KSAOs regardless of jobs, however...
Words: 2277 - Pages: 10
